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MANAGING STAFF

‘I’m a threat to my boss because I’m smarter’

May 24, 2023 by

By Lynne Curry Over the years of your career, you may have found yourself on both sides of the following situation, first as a bright young staff member and later as a manager dealing with a brash new employee. Question: I am a threat to my supervisor. It’s not my fault, but it may cost me my job. Things were going well between my supervisor and I until last month. In an all-hands meeting, the CEO called on me, saying, “I know who can answer that question. Michael, can you explain it to everyone?” After I finished answering the question, I saw my supervisor’s face, and knew I’d pay a price for being called on. She’s been difficult to deal with ever since. She either ignores or jabs at me… . . . read more.

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HIRING

Job descriptions have hidden powers

December 5, 2021 by

By Paul Edwards When it comes to hiring practices, the job description is usually not top of mind for small practice entrepreneurs. In fact, it’s usually one of the last things on the HR to-do list of small medical offices. Still, if small business leadership understood how much heavy lifting a good job description can do, they would likely be seen as the first thing you need to do. To get the most out of job descriptions: Job descriptions certainly have hidden powers, but only if you get the process right. To get the most out of your job description, follow these four steps: Write two Each new hire will require both a job description and a job ad. You will use the job ad to advertise the position, similar to what you… . . . read more.

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MANAGING STAFF

Losing employees? Toxic workplace? Create a turnaround game plan

November 3, 2021 by

By Lynne Curry Productivity cratered many months ago. When you ask managers, “How’s it going?” you hear, “It’s going.” New resignation letters land on your desk every several weeks, with some employees leaving before finishing out their two weeks’ notice. You can’t avoid the truth. You need a turnaround plan, fast, before you lose more employees. Here’s what to know and do. Don’t blame your employees. Sure, some of them may need to go because they’ve become problems or contributed to creating a toxic culture. The major responsibility, however, lies with you. Your own inaction and behaviors fanned toxic fumes. Leadership that wants to “right the ship” needs to get right themselves. Ask yourself, when your employees voice concerns, do they fear you’ll shoot the messenger or believe you’ll act?… . . . read more.

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